Reglementări privind salarizarea: Danemarca

Minimum wage

There is no mandatory minimum pay in Denmark. The pay is typically governed by collective agreements for different types of work.

For some types of work the pay will depend on the amount the worker must be paid, for example per hour.

Legal hours

In the Danish labour market, working hours and pay are primarily regulated by collective agreements or individual employment contracts between employers and employees. There are no legal requirements for foreign companies with staff posted in Denmark to enter into any agreements.

There are, however, legal requirements regarding maximum weekly working hours and rest periods.

As a general rule, working hours are regulated in a collective agreement, and in most areas standard working hours are 37 hours per week.

Minimum number of days/hours off:

The EU’s Working Time Directive defines the following framework for working hours:

– A daily rest period of a minimum of 11 consecutive hours

– A break if the working day exceeds 6 hours. The duration of the break depends on its purpose

– One day off per week, which must be preceded by a daily rest period. There must be no more than 6 days between the 2 days off

– Weekly working hours may not exceed an average of 48 hours, including overtime

– A night worker may not work more than an average of 8 hours per 24-hour period.


When employed in Denmark, you accumulate 2.08 days of paid leave per month of employment during the year of accumulation, corresponding to five weeks per year. If you accumulate less than five weeks of holiday per year according to the rules in your home country, your employer must grant you the additional days so you get a total of five weeks.

The Danish Fund for Posted Workers

If they can not get their employer to pay, workers posted to Denmark who are covered by a Danish collective agreement can receive their wage via the Danish Labour Market Fund for Posted Workers.

Foreign posted workers can only receive their wages from the fund if:

-They are posted from an EU or EEA country

-They are covered by a Danish collective agreement

-They have had their wage claim upheld in the industrial dispute settlement system

-They have unsuccessfully attempted to receive their wage from their employer

-The trade union that pursued the industrial dispute case can represent the worker.

Notification requirement

You must have notified the Register of Foreign Service Providers (RUT) before work in Denmark begins.

There is no upper or lower limit on the duration of the work period to be considered as a posting. The posting commences as soon as the employee starts work in Denmark. Therefore, the company must register the posting in RUT from the time at which work is commenced.

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